Automated Hiring System

Gandaki College of Engineering and Science Lamachaur, Pokhara (Affiliated To Pokhara University)

Automated Hiring System

Amit Batajoo Naresh Adhikari Seventh Semester (23rd July, 2011)

Supervisor: Mr. Sanjay Niroula

Table of Contents

S.N.

TOPICS

1

PAGE

ACKNOWLEDGEMENT

vii

ABSTRACT

viii

INTRODUCTION

1

1.1 Recruitment

1

1.2 Internet Recruitments & Websites

1

1.3 Existing Recruitment Process: Problems & Difficulties

2

2

SYSTEM ARCHITECTURE

2

3

ANALYSIS

4

3.1 Domain Model of the System

4

3.2 Identification of the Possible Domain Classes from the Domain Model

5

3.3 Use Case Modeling

6

3.3.1 Major Use Case Scenario

8

3.3.1.1 Login

8

3.3.1.2 Create New Vacancy

8

3.3.1.3 Short-List Applicants

9

3.3.1.4 View and Edit Job

10

3.3.1.5 View Applicants’ CV

10

3.3.1.6 Apply Job

11

3.4 Analysis And Design of Algorithms

12

3.4.1 Screening and Grading Method

12

3.4.2 Struggle Model: Find Candidate Applicants

13

3.4.3 Calculation of Total Obtained In Educational Qualification

14

3.4.4 Measurement of Applicant’s Degree in Experience

14

3.4.4.1 Pooling Technique 3.4.4.2 Jobs Experience Specification Vs Applicant’s Experience 3.4.4.3 Calculation of the Applicant’s Grade in Experience

3.4.5

15 15

3.4.4.3.1 Calculation of Wi

15

Calculation of Total Grade of Applicant

15

3.4.5.1 Computation of Selection Criteria Priority

16

3.4.6 Economic Model 4

14

16

DESIGN

17

4.1 Data Base Design

17

4.2 Major Subsystem Design

19

4.3 Interaction Diagram

20

4.3.1 Use Case : Log Up

20

4.3.2 Use Case : Login

20

4.3.3 Use Case : Create New Vacancy

21

4.3.4 Use Case : Short-List Applicants

21

4.3.5 Use Case : View and Edit Job

22

4.3.6 Use Case : View Applicants’ CV

22

4.3.7 Use Case : Search and Apply Job

23

4.3 Design Class Diagram

24

4.3 Brighter Aspects of Design

25

IMPLEMENTATION

26

5.1 Data Base Implementation

26

5.2 Design Class Implementation

27

5.3 Implementation Weaknesses

30

TESTING

31

6.1 Black Box Testing

31

6.2 Integration Testing

31

7

PROBLEMS FACED

31

8

LESSON LEARNT

32

9

FUTURE WORK

32

5

6

A

10 CONCLUSION

33

12 USER MANUAL

34

REFERENCES

35

List of Figures

Fig. No.

Name

Page

Fig.1

Existing Hiring Process Flow Chart

2

Fig.2

System Architecture

3

Fig.3

Domain Model

5

Fig.4.1

Use Case: Organization as Actor

6

Fig4.2

Use Case: Organization as Actor

7

Fig. 5

Use Case :Applicant as Actor

7

Fig.6

System Sequence Diagram: Login

8

Fig.7

System Sequence Diagram: Create New Vacancy

9

Fig.8

System Sequence Diagram: Short-List Applicants

9

Fig.9

System Sequence Diagram: Edit Job

10

Fig.10

System Sequence Diagram: View CV

10

Fig.11

System Sequence Diagram: Apply Job

11

Fig.12

Flow Chart: Screening and Grading

12

Fig. 13

Struggle Model

13

Fig.14

Pooling Technique

14

Fig.15

Economic Model

16

Fig.16

ER-Diagram of Data Base

17

Fig. 17

Design of Major Subsystem

18

Fig. 18

Interaction Diagram: Log Up

19

Fig. 19

Interaction Diagram: Log In

19

Fig. 20

Interaction Diagram: Create Vacancy

20

Fig. 21

Interaction Diagram: Short-List Applicants

20

Fig. 22

Interaction Diagram: View and Edit Job

21

Fig. 23

Interaction Diagram: View CV

21

Fig. 24

Interaction Diagram: Search and Apply Job

22

Fig. 25

Design Class Diagram

23

Fig. 26

Data Base Implementation

25

Fig.27

Implementation: Index Page

26

Fig.28

Implementation: Organization Home Page

26

Fig.29

Implementation: Creation Room

27

Fig.30

Implementation: Selection Room

28

Fig.31

Implementation: Application Form

28

Acknowledgements

We would like to thanks all the people around us who helped in our project directly and indirectly. Particularly we would to like thank our project Supervisor Mr. Sanjay Niroula (Lecture, GCES) for his support and encouragements in making our project success. His excellent and analytical suggestion and timely encouragements helped us to complete our projects. Also, thanks to Vice-Principle Mr.Ashok Raj Parajuli, our all friends and GCES family for their support and encouragements in doing this project.

Abstract

This minor project report presents a system, “Automated Hiring System”. This system is a web based application which uses client server architecture that facilitates the organizations to post vacancies and hire the best & perfect candidates according to the need of the organization. Also people can search and apply for the job they are seeking for through this system. This system encompass the relative grading of the applicants on their various fields such as education qualification, experiences got on the job related field, training and other seminars attended on the job related field, the assessment or test performance, interview performance etc. Based on the total grade obtained by the applicant the system makes a hierarchy of the candidates out of which the employer can make placement according to the capacity and need of the employee. Thus to standardize the grading the applicants, to reduce and overcome the complexity and save the time value of Hiring process of the Organizations and to improve the probability of getting the qualified candidate is the aim of “Automate Hiring System”.

1.

Introduction

This project gets its name as “Automated Hiring System”, a web based application which facilitate and simplify the entire hiring process of an organization. An organization can post the numbers of job vacancies according to the need of an organization, also with the help of AHP, organizations can hire the applicant without any complication and without passing through long processes of reading the documents of the applicants and making the correct choice. To reduce and overcome the selection complexities, to reduce the unfair means during the employee hiring, to standardize the grading system of the applicants based on the organization's need, AHS would play a great role. 1.1

Recruitment

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. The recruitment is the major function of the Human Resource Department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and inhouse recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff.

1.2

Internet recruitment and websites

Job hunt and job search engines and many other job sites have two main features: job boards and curriculum vitae CV/resume database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance. The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration.

Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their companies, co-workers, customers or others might see their resumes. 1.2

Existing Recruitment Process : Problems and Difficulties

Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. The flow chart describes the process involved in recruitment.

The main difficulty with the existing manual processing of the applicants for a job is the time and cost overhead. To relatively evaluate each applicant’s documents and find out the candidate applicants out of the large volume of the applicants is very difficult task. Again after finding the candidate applicants for a job, to compare and grade each applicant screening their documents is another most tedious and erroneous task. When some error occurs then that may panelize the candidate applicant. Thus there are chances of unfairness in the evaluation process.

2.

System Architecture

Automated Hiring System is implemented by 4- tier client-server Architecture, as we know AHS is a web based application so that it hosted by web server and directly accessed by clients. It is designed in such way that it follows all the Internet Protocols for client-server communication. It provides contents from server to clients. The clients receive the contents from server and view them with the help of browser.

Client Tier: Client tier is used by organizations, organizations and applicants. The processes in this tier run on the web browser and communicate with the web server through HTTP protocol, which provide the actual view of the system. Web Tier: Web tier is consisting of Web server running on the standard port 80. This tier makes direct communication with application server and database server. Application Tier: Application tier primarily communicates with web server and database server. The server in this tier runs continuously in background and generates the reply as requested by the web server. Database Tier: Database tier is the centralized data source of the system and it keeps records of each and every transaction that occurs in the client tier.

3.

Analysis

3.1.

Domain Model of the System

Before beginning the construction of the software system the real requirements of the customer and the system service is needed. The developer must understand the customer’s problem and the service that is supposed to provide by the system to the customer. To understand the functional requirements and the nonfunctional requirements of the system, the developer must vigorously have discussions with the stakeholders of the system. This discussion may results in raw sketch of the concepts that the system may contain and the interactions among them. The conceptual modeling aimed to understand the functional requirements of the system is called Domain Modeling. Domain Modeling helps to understand the problem domain.

Fig.3 Domain Model

3.2.

Identification of the Possible Domain Classes from the Domain Model:

Organization: Organization defines the job according to their need and requirements of time. Organization can get password authentication to post the job and announce the vacancy. Possible attributes could be Na me, addresses and type. Applicant: The applicant searches for jobs and apply. Notable attributes can be Name, Citizenship number, Addresses, Date of Birth, Educational Record, Experience and Other Records Job: Jobs are announced by the organization and the applicants apply for it. It describes all the characteristics of job. The notable attributes of a job could be Job Title, Required number and the

job description and the specification .Others could be Responsibilities for the job, salary, relation with other jobs, tenure, time, required documents etc. Job specification: Job specification describes what are the requirements of the particular job. It may contain educational qualification required, experience required as attributes and the other might include age, job deadline, sex etc. Job Selection Criteria: Job selection criteria describe the selection criteria that could be selected by an organization for the job recruitment. It may be for example Examination Education, Training, inter-view. Educational Record: Education Record can be an object with education level , faculty taken, major subject taken and the grade obtained in that level with that faculty and major subject.

3.3.

Use Case Modeling:

Fig.4.1 Use Case Model :Organization as Actor

Fig.4.2 Use Case Model :Organization as Actor

Fig.5 Use Case Model :Applicant as Actor

3.3.1 The Major Use Case Scenarios: Treating the system as a black box, the chronological happening of the actions and interactions between the system and the potential user to gain the system service is a use case scenario. The major use case scenarios of the Automated Hiring System are as described as below. 3.3.1.1 Login Use Case

Fig.6 System Sequence Diagram :Login

The main user of the system is the organization who involving in hiring the required employee for it. The organization remotely login to the AHS to use the system whenever it wants. Thus uses User Name and Password to login to the system. 3.3.1.2 Create New Job Vacancy Use Case The organization uses the system to create vacancy for the new job to be created. The organization enters the job Description, Job Requirements i.e. the Job Specifications. Moreover the Organization must enter the marking scheme for the qualification level of the applicant to grade the applicant according the performance and qualification. This use case is extended by addition of the job selection criteria and their relative priority. For example, an organization may give higher preferences for the experience of the applicant rather than their educational qualification while other may focus on the entrance test and assessments result.

Fig.7 System Sequence Diagram : Create New Vaccancy

3. 3.1.3

View the applicants for a job and Short List the Applicants Use Case

Sometimes after announcing the vacancy, the Organization views the applicants for a particular job. The organization can find out which applicant meets the minimum job requirements and which does not. The interest of organization is to measure the relative performance metric of the applicants who are eligible for the Job. Now the organization makes competition among the candidate applicants. Organization wants a hierarchy of the candidates according to their performance. This is called short Listing. Organization can call the shortlisted candidates for the assessments or Interview. After assessments or the Interview, the applicants’ grade obtained is added to the previous grade and again makes a hierarchy. Thus organization performs the short listing of the candidates according to the relative performance.

Fig.8 System Sequence Diagram : Short-List

3.3.1.4 Edit Organization and Job Details, Marking Scheme, Selection Criteria Priority The organization edits the organization details and the jobs details and the Selection Criteria Priority for the job.

Fig.9 System Sequence Diagram :Edit Job

3.3.1.5 View the Applicants CV Use Case The organization is able to view all the details of the candidate applicant.

Fig.10 System Sequence Diagram : View CV

3.3.1.6

Apply for the job Use Case

A job seeker becomes applicant when he applies for a job that he/she selects. The applicant chooses the job he want to apply and inter its all the Personal, Educational, Experience and Other information in a form and applies for the Job. In more advanced form the applicant also upload its CV and the required documents for the organization which is submitted to the organization

Fig.11 System Sequence Diagram : Apply Job

.

3.4

Analysis And Design of Algorithms 3.4.1

Screening and Grading Methodology

Fig.12 The Flow Chart: Screening and Grading

3.4.2

Struggle Model: Find Candidate Applicants

The InsideRing applicants now compete with each other. The relative grade of the applicants are determined in their various fields such as educational qualification, experience earned, assessment result etc. The applicants are ordered in a hierarchy from which the employer can call for placements. Thus this screening algorithm is designed based on following 'Struggle Model'. Mapping algorithm is based on ‘one’ to ‘all’ mapping method i.e. one record of the applicant is mapped to all the records of the job’s specification. This is repeated to all the records of the applicant. When any matching is successful then the applicant is considered as InsideRing. The screening algorithm is designed based on following 'Struggle Model'.

Fig.13 Struggle Model

3.4.3 Calculation of the Total Grade Obtained in Educational Qualification If Li is the educational level that the applicant is graduated, gj is the grade/percentage obtained in that level then total educational grade obtained by the applicant is computed as Gedu = ∑(Wij) for all Li ,where Wij is the weighted value set for the level i and the grade j Complexity analysis: If m data objects of the applicants are to be marked corresponding to the n data objects of the Job Specification only the data objects that are interest to the Job are n out of m data objects . For that the complexity increases to Ɵ(mn). When no Job Specification is considered the complexity would be only Ɵ(m). 3.4.4 Measurement of Experience Degree of an Applicant 3.4.4.1 Pooling Technique The measurement of Experience Degree of an applicant is based on following Pooling Technique. Pooling Technique can be understood similar as the terminology called “classification” in image Processing or Data Mining.

Fig.14 Pooling Technique

In this method, a pool of Job related professions are made at an advance or with the aid of a learning agent with their corresponding relativity value. For example, Pj= {(pi, wi)} for all i, where pi is the profession related to the job j, and the wi is the measure of the relativity of pi with job J, wi has small value.

3.4.4.2

Job’s Experience Specification VS Applicant’s Experience Record

The experience record {(pi,ti)} of an applicant are classified to form the pool similar to the Pj. For each pi in Pj, T =∑ti is computed for the applicant, when T is greater than some selection threshold Tj for the job j then the applicant could be considered as the InsideRing. Complexity of Screening Algorithm: The complexity of screening algorithm depends on the cardinality , n= n(Pa)= n{(pi, ti)} of applicant record and the cardinality of Pool m=n(Pj)= {(pi, ti)}.So the complexity is Ɵ(nm) 3.4.4.3

Calculation of the applicants’ Grade in Experience

When an applicant is InsideRing, then the relative grade that can be assigned to the applicant is calculated as Gexp = ∑(wi*vi) where wi is the measure of relativity of pool object pi and vi is the time value of pool object corresponding to ti in (pi, ti). 4.4.4.3.1 Computation of wi

For profession pi, the value of wi is computed in two ways: 1. The employer can explicitly mark the value of wi for pi with his own conscience. 2. A learning machine computes the value of wi depending on the supply probability from profession pi to pj wi = Prob(pj/pi) + f , where f is performance value. Assumption over Formulation: The above formulation is made based on the assumption that every job related profession has some measure of relativity with the job and every profession related to the job has time value v. 3.4.5

Calculation of Total Grade of an Applicant

If the grade obtained by an applicant ‘A’ in the selection category cj is gj then the total grade obtained by the applicant is calculated as

Gtotal = ∑ (gj * P(cj) )

Where, P(cj) is the priority value for the selection category cj. 3.4.5.1 Computation of the Selection Criteria Priority Absolute priority is chosen by the organization by selecting any percentage value from zero to 100 satisfying that total must be equal to 100%. Relative priority can be calculated automatically by the program. For example if fi is the full mark set for the selection criteria ci then the priority for the criteria can be computed as pi = (∑fi)\100 * fi

3.4.6 Economic Model of the System

Fig.15 Economic Model

Talking about the economic or business aspects of the system built, being a web based system it is a type of distributed system. When we initially thought about the system as a desktop based application system, which could be used by an organization as its need; there is a serious matter about its usability and cost. Because an organization does not time and often involve in the hiring or posting the employee, the system happens to remain idle most of the time of year at its desktop isotope; we thought of making it in such a way that the organization can use the system whenever it needs. Thus the system has no way of taking a web based shape. An organization is provided its Login Name and Password with which the organization Login remotely and gets the system's service.

4.

Design

4.1 Data Base Design With the relational data base model Automated Hiring System could be designed with the following entities and the entities relationship. The major entities and the entities are best described by Chen’s Model of Entity-Relationships Diagram. Organization as an entity has attributes as Name, Address, Type .As there could be many organization that could be registered for providing system service they are uniquely identified by their ids called orgId. More over the organizations take the service by using their own User Name and Password. Organization announces job vacancy and each jobs announced are unique with jobId. Job has attributes as Job Detail. Job Detail means Title, Responsibilities, Salary, Time, Place, etc. Organization also enters the Job Selection Criteria, Job Education Marking Scheme, and Job Specification and Job Descriptions which are again collection attributes of the Job. Applicants apply for the job with Applicants Details. Applicant has Personal Details, Education Records and Experience records as the Details. Each applicant is identified with an appId.

Fig.16 ER-Diagram of database

4.2

Major Subsystem Design

Fig.17 Design of Major Sub-System

The system development of AHS can be differentiated into loosely dependent but highly cohesive subsystem and packages. The subsystems can be arranged in layers in terms of their major functionalities. The Top layer is the User Interface layer and consists of the subsystem that controls the input and output of the information from the user and to the user. The layer that lies below the UI layer is the Application layer or the model layer. The main responsibilities of the layer is to abstract the processing of the data that comes from to the UI layer. This is the main layer of the system and consists of the many subsystems or the models that communicate with each other. The algorithm that performs the critical functionality lies in this system. So this layer communicates with the UI layer at the top and with the Data Base Management System at the bottom.

The next layer is the Data Base System layer. It performs the storage of the information and different database operations. The stored procedures, SQL queries, entity relationships and triggers are the components of the system that has inbuilt processing of these components. 4.3

Interaction Diagrams

The functional requirements of the systems are actually the system’s functionality and the systems services. The functional requirements are captured in the form of the case modeling. The use cases are to be realized in the form of the actions and interactions among the software objects. The objects and the concepts that participate in the use case realization perform the message passing from one to another. Each of the objects has their own responsibilities. Thus the use case is realized in the form of the actual message passing among the working objects in the interaction model. 4.3.1 Use Case: Log Up

Fig.18 Interaction Diagram: Log UP

4.3.2 Use Case: LogIn

Fig.19 Interaction Diagram: Login

4.3.3 Use Case: Create New Vacancy

Fig.20 Interaction Diagram: Create Vacancy

4.3.4 Use Case: Short-List and Grade The Applicants

Fig.21 Interaction Diagram: Short-List

4.3.5 Use Case: Use Case View and Edit Job Details

Fig.22 Interaction Diagram: View & Edit Job

4.3.6 Use Case: View CV and the Applicant’s Statistics Record

Fig.23 Interaction Diagram: View CV

4.3.7 Use Case: Search and Apply for the Job

Fig.24 Interaction Diagram: Search & Apply Job

4.4. Design Class Diagram:

Fig.25 Design Class Diagram

4.5 Brighter Aspects of Design Distributed Delaying: When an organization is going map the job description and the specification with each of the applicants educational and other details, a comparable amount of delay is felt by the organization when the complexity(increase in size, number etc) in either the job's description or specification or the applicant's number with higher volume of applicants record. To overcome the problem, this delay is distributed to each of the applicant while they are applying for the job i.e. the processing is done at the time of applying for the job. It is because the information that is required by processing subsystem is already made at the time of applying for that job and need not access again from the database after its storage. Expandable Protocols and Higher Degrees of Reusability: The Protocols for grading and the marking system are flexible so that the systems do not suffer major change when the grading system or the marking system changes with time.

5.

Implementation

5.1 Database Implementation

5.2 Design Class Implementation Here the Classes in the Design Class Diagram are implemented as the Software Classes in any language. We have implemented the classes in the object oriented language C#. The attributes in the Design Class are implemented as the attribute variables in the Class implementation. The operations are implemented as the Methods inside class. The methods are the message that transmits to the object for certain responsibilities.

Fig.27 Implementation: Index Page

Fig.28 Implementation: Organization Page

Fig.29 Implementation: Creation Room

Fig.30 Implementation: Selection Room

Fig.31 Implementation: Application Form

5.3 Implementation Weaknesses Concurrency Control: In web millions of user are accessing the same resource and some anomalies in the designing the database access may bring the problem of the concurrency and mutual exclusion may not be attained. Security Loop Hole: The key parameters are passed across the page of the web site. This transition could be easily traced so that the data and information security challenges may arise. No means of encryption and decryption is used so other security loop holes are obvious. Neglecting the Real-time System issues: As web is distributed system and the response time must be critical issue in client server architecture. But the violation of some of the property of the real-time system design increases the response time. For example, constant propagation, dead-store remnant, dead-variable remnant, loop induction remnant, Constant flooding etc increase the response time. This can be overcome by careful and slow programming. On the other hand web development system can be improved using the techniques like caching to improve the response time and memory overloading.

6.

Testing

6.1 Black Box Testing To find out whether the system outputs the expected result for a set of inputs given to the system, black box testing is performed. The internal flow of the data and the change is not inspected in black box testing. This test is generally performed at the user interface layer. We supplied the data of varied types through the interface and the result is inspected. If the result is not as per the expectation the module is then corrected. 6.2 Integration Testing In the object oriented software development process, the system is divided into many mini projects and the modules. After the completion of the logically dependent mini projects or the modules they are integrated with each other. A test is performed to find out whether the integration produces the expected result or not. This is called integration testing. This is performed after each integration.

10. Problems Faced 1. Acquaintance with newer Platform is not easy. Loss of files at its 75% of completion could not be recovered. 2. The late understanding of Client Scripts made problems with UI dynamism. 3. Building a map after building house is confusing. 4. Absence of standard Grade Conversion Protocols

9.

Lesson Learnt  Recruitment Process and the underlying difficulties



Web Application Design and Development



Please Analyze and Design the System before Construction.



UML notation and its Implementation

  

Database Design & Implementation. Little about client side scripting language like Java script and XML. A rough correct mathematical solution is important than fair incorrect solution.

10. Future Work The Automated Hiring System is a new concept in our context as web based application for hiring process. But a lot of bricks are to be added to bring this beautiful home into reality. Some of the future works to improve the performance and attraction of Automated Hiring System can be listed below. - Make the database more secure and protective and ensure that the application supports mobile browsing. -Use more user friendly controls so that it would be more user friendly then it is now. -Develop an Algorithm to process the CV of the applicant by program rather than explicitly entering the details by hand in the form. This is tedious and time consuming. A single uploading of text CV could erase the apply delay. -Make the system more real time using and considering the techniques like caching and other real-time issues. -Implementation of the Multimedia System and Online Interviews arrangement.

10. Conclusion The Automated Hiring System is a web based application, developed under latest version of Asp.net and Ms-SQL database. The aim of this project is to develop a system that simply brings ease and fair result during recruitment. We hope this system will help all and makes the hiring process simpler, effective and more powerful. We are planning to add other features with this application so that it will be more realistic and scientific as well as more users friendly. Thus backing the system with a learning agent and using a better and correct mathematics for the evaluation of the applicants for a job can make the system an Artificial Human Resource. With Automated Hiring System the job of selection of the better person for the job in short expense of time and money can be done. AHS is wild need of time in this hypercompetitive world.

11. USER MANUAL

Server System Requirements: 

Visual Studio (Asp.net/C#)



Ms-SQL



Windows XP/Vista/2007

Client System Requirements: 

Windows XP/Vista/ 2007



Mozilla, Google Chrome, Internet Explore

Server Installation: 

Install Visual Studio 2008



Install Ms-SQL

Client Installation: 1. Install Web Browser 2. Browse http://www.ahs.com (as domain name will register in server)

References 

www.careerbuilder.com



www.weikipedia.org



www.jobsnepal.com/Homepage



www.jobcentral.com



www.microsoft.net



Craig Carman, Applying UML & Patterns, 3rd Edition



Ellis Horowitz, Sarfaj Sahni, Sanguthevar Rajasekaran, Fundamental of Computer Algorithms, Galgotia Publication Pvt. Ltd.



Dr.C.B.Momoria & S.V.Gaukar, Personnel Management, Himalaya Publication House, India.



Gary Dessler, Human Resource Management , Pearson Education(www.prehall.com/dessler)



Phillip A. Laplante, Real-time System Design & Analysis, Eastern Economy Edition



www.learnvisualstudio.com



MSDN Library for Visual Studio 2008-ENU